]]>http://learningoutsourcegroup.com/2016/10/turn-initial-interest-buying-motivation/feed/0Lessons in Leadership: Creating Changehttp://learningoutsourcegroup.com/2015/07/lessons-in-leadership-creating-change/
http://learningoutsourcegroup.com/2015/07/lessons-in-leadership-creating-change/#respondTue, 07 Jul 2015 12:29:05 +0000http://learningoutsourcegroup.com/?p=4761Sales managers in the middle of organizational or industry transitions are responsible for effectively guiding their teams during times of change. Since these types of changes are occurring more frequently in the current business environment, the pressure on sales managers has increased. This Lesson in Leadership examines obstacles to change and the corresponding fears that […]

]]>Sales managers in the middle of organizational or industry transitions are responsible for effectively guiding their teams during times of change. Since these types of changes are occurring more frequently in the current business environment, the pressure on sales managers has increased.

This Lesson in Leadership examines obstacles to change and the corresponding fears that people on your sales team may feel. A list of questions to help people work past their fear of change is provided.

Today, more than ever, we all need to feel a stronger sense of control. People ask so much of us on the job that it can become challenging to do everything they ask while maintaining our own personal focus on growth, improvement, opportunity, and satisfaction. Part of the reason for this personal “black hole” is the requirement to participate in the changes others create. As employees, we can spend so much time serving the objectives of others that it is challenging to initiate positive change in our own lives. If we’re not careful, we may find ourselves so busy implementing the changes others create that we may feel we don’t have the time or energy to create positive change for ourselves. This can contribute to a feeling of victimization.

In a world full of individuals … it’s easy to feel alone.

We shouldn’t blame others for focusing on their needs or goals. And we certainly shouldn’t feel victimized when other people rely on our skills and abilities to achieve their desires. Still, the challenge is to maintain a personal sense of control and recognize we, too, need personal satisfaction, which only comes with chosen and earned personal achievement.

When changing at the speed of light … we’re quite often in the dark.

There has been a lot of information passed along over the last few years about the importance of, the reasons for, and even the steps to effective personal change. As managers, we are glad so many have taken an interest in this topic, because as leaders and employees, we deal with the issues of change almost every day. Nearly everyone will agree that when change is created for the purpose of improvement, it is a good thing. Still, we have learned that not everyone changes well every time and there are some very natural deterrents or stumbling blocks to personal change.

Change Obstacles:

The purpose or reasons for the change are not made clear

You are not involved in the decision to change

You feel group work habits and routines have been ignored

You do not have enough information about the expected implementation

You have a fear of failure

You feel there is excessive work pressure

You view the cost as too high or the reward as too low

The present situation seems satisfactory to you

You are not asked to participate in refining the implementation

The change direction and expected final outcome are unclear

As managers we are constantly working to improve our organizational and individual transition skills so we can help you through some of the more difficult changes at work. We are not suggesting we’re great at it, or that we always offer change in the way everyone around us feels is the right way, but we’re trying to help … not hurt. And, we’d like to help you.

Change is speeding up.

We don’t believe the changes you face in the workplace are ever going to slow down. In fact, based on current trends in business, the need to change is going to become even more frequent in the future.

Learning to change quickly and effectively are skills that can be developed just like any other skill. When perfecting any new skill, there can be setbacks and challenges. Most commonly when learning to do anything new or better, people can be their own worst enemy. People often stand on their own “air hose” of improvement when overwhelmed with concern. Most generally referred to simply as “fear,” there are actually 5 different fears that can slow down or stop a person’s progress when attempting to create or implement change.

According to psychologist Dr. Dennis O’Grady, the inability to change is commonly associated with a possible combination of these five fears:

Fear of the Unknown – Concern that when change occurs, you will lose control.

Fear of Failure – Concern that if you commit yourself to goals for change, there is a chance for failure.

Fear of Commitment – Concern over eliminating other options, which may present themselves later.

Fear of Disapproval – Concern for what others might feel or say when you change or when they must change because of you.

Fear of Success – Concern about the additional demands on you as a result of your successful change, and questioning whether the new-found success is sustainable.

“We have nothing to fear but fear itself.” – Franklin D. Roosevelt

Any fear can be a painful endeavor. When these 5 fears start to cause friction in your personal gears of change the sparks can fly and the transition can slow down or grind to a halt. We’d like to help you to overcome these fears. We’d like to aid you in your goals of higher levels of achievement, opportunity, and growth. In order to do this, please allow us to offer you some relevant questions that might help you, as they have helped us, to jumpstart your journey on the road to personal change and improvement.

Proactive Change Questions:

What trends and forces of change are currently affecting my profession?

How can my job or responsibilities be impacted by these changes?

What skills and abilities do I possess or need to make these changes?

Which of these skills or abilities will help me continue to be successful in the future?

What skills do I need to stay valuable in my role?

What have I learned in the last six months that might help me with the change?

What do I expect to learn in the next six months?

Who might I partner with to help me change and improve?

By occasionally reviewing these questions you can proactively put yourself in a better position to implement changes thrust upon you, and you can illuminate change opportunity you may desire to create for yourself.

The most wonderful future is the one we create.

Anyone can become frustrated with change. But the people who succeed most often and are receiving the highest levels of reward and satisfaction are those who not only implement the changes others bring them but also create improvement for themselves.

Creating positive change in yourself and for yourself is the way you can take personal control and responsibility for your own happiness. It helps you to keep life interesting and challenging. It allows you to keep yourself sharp, balanced, and alert. Most importantly, it reminds you that you are in charge of your own fate, your own future.

]]>http://learningoutsourcegroup.com/2015/07/lessons-in-leadership-creating-change/feed/0Lessons in Leadership: 5 Steps to Personal Transition When Faced With Changehttp://learningoutsourcegroup.com/2015/06/lessons-in-leadership-5-steps-personal-transition-faced-change/
http://learningoutsourcegroup.com/2015/06/lessons-in-leadership-5-steps-personal-transition-faced-change/#respondTue, 09 Jun 2015 13:58:40 +0000http://learningoutsourcegroup.com/?p=4721As we discussed in the previous post, Working With Change, one of the greatest challenges sales managers face is helping their team in the midst of change. Sales managers may instinctively know that how the team reacts to change can create more difficulties than the change itself. To avoid negative results and help the sales […]

]]>As we discussed in the previous post, Working With Change, one of the greatest challenges sales managers face is helping their team in the midst of change. Sales managers may instinctively know that how the team reacts to change can create more difficulties than the change itself.

To avoid negative results and help the sales team make the most of the change they face, sales managers can coach their salespeople through personal transition using the five steps below.

Opportunity and regret reside in every change.

In order for you to take the best advantage of any change situation you’ll find transitioning easiest if you follow the 5 steps to effective personal transition. Consider making whatever change you face and the resulting transition easier on yourself.

1. Try to understand the need for a “new way”

People generally feel better about a change when they understand “why” a change must take place. Try to remember the purpose of change in business is not to make things different but to make things better. We’re not intentionally attempting to make your life more difficult; we’re attempting to answer the need the “Areas of Change” create. Keep an open mind. Consider the relationships you have with your peers and us. The more you attempt to understand the need for a new way the more likely you will feel positive rather than negative emotions. We’ll try to help. We’ll pass information about any change as soon as we have it. We’ll listen to your implementation concerns and improvement ideas. We’ll work with you to help you implement changes as quickly and effectively as possible. And, if you don’t understand, please ask us! We want changes to be easier for you, not more difficult.

2. Identify any personal opportunity in the change

“Every cloud has a silver lining.” Look for the silver lining in the cloud of change. In most cases, when you view a change through the positive state of personal opportunity, the change appears more viable and the opportunities for you in the change become more apparent. Ask yourself, “How can I get the most out of this change?” “How can I improve my situation by working with this change?” Identify some personal opportunity in the change and if you have difficulty with this, come to us and let us help you. Our work experience may provide you some insight you’ve not yet discovered on your own.

3. Identify any positive or opposing forces

In any transition there can be “positive” or “opposing” forces at work within the change. Do your best to identify these forces. Some people will view the change positively. Some may view it negatively. Let yourself be drawn to the positive people. Align yourself with those who feel positive about any situation and you may enhance the positive outlook you both have, making the opportunities in change more easily identifiable. If you struggle with this at all, please come to us and allow us to help.

4. Develop an implementation plan

Figure out what steps you must take to reap the most personal benefit from each change. What 3 things can you do to help you capitalize on the current transition? How can you feel more positive about the change? What actions can you take which would best align with your chosen positive emotions? Develop a plan that includes at least your next 2 steps and take action! Haven’t you ever noticed working with something normally feels better than working against it? Working against change depletes energy. Working with change creates energy! If you find any level of difficulty in working with change, please come to us.

5. Invest energy in yourself and others

Look for ways the change can help you with your personal improvement. Focus on the personal gain and work to help others see the positive opportunities in the change. A team is more than a cooperative group of people. A team helps each other through difficulty, and, because of that kind of mutual support, a team enjoys success even more. If you help a teammate who might be struggling this time, maybe he will be better prepared to help you when you’re in need in the future. Remember we’re all in this together. There are people on the job who look up to you. There are those who watch to see what you are going to do before they make their final decisions about some changes. Let’s all try to make any transition as easy on everyone as possible. Invest energy in yourself by staying focused on the gain and taking positive action. And, help others in their attempts to deal with change. Remember: most changes involve other people. Let’s work together!

By following these 5 steps to effective personal transition you not only help yourself, you help others. We’ve all heard before, “Change is good!” We know all change doesn’t always feel “good.” But we also know if we all work together to feel more positive about every change, the inevitable outcomes and personal rewards for everyone involved are normally much greater. Why? Because we can help to lift each other up and create the critical mass necessary to take best advantage of any change coming our way!